• Journal of Digital Convergence
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• v.14 no.4
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• pp.325-336
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• 2016

This study was aimed to identify the effects of social intelligence and burnout on the turnover intention in nurses as a descriptive study. The data were collected between August 3 and September 1, 2015. A total of 188 nurses working at university medical centers and general hospitals located at J city and D city were participated. The collected data were analyzed using frequency, mean and standard deviation, t-test, ANOVAs, Pearson's correlation coefficients and hierarchical regression analysis. In turnover intention, there were significant differences in education, age, job preference of nurse, work period and position. Burnout showed significant effect in social intelligence and turnover intention. Social intlligence did not have control effect between turnover intention and job burnout. This findings suggested that to prevent the nurse's turnover intention, the education for social information, social skill and social awareness has to be programmed for the development of social intelligence.

• Journal of Korea Society of Industrial Information Systems
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• v.22 no.5
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• pp.65-84
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• 2017

This Study is Empirically Analyzed the Relationship among Personality, Job Satisfaction and Turnover Intention of Marketing Counselor of Mutual aid Fund for Small Enterprises and Small Enterprisers. The Collected 205 Counselors Data were Verified the Cause-and-effect Relationship and Mediated Effects among Variables by Exploratory Factor Analysis, Reliability Analysis, Multiple Regression Analysis. Personality Traits have a Significant Effect on Job Satisfaction and Turnover Intention. Job Satisfaction was Proved to have a Mediating Effect Between Personality Factors and Turnover Intention. In order to Encourage the Counselor to work and to Improve the Effectiveness of System, this Study Suggested the Necessity of Job Satisfaction Improvement Strategy According to Personality Characteristics of Counselor.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.271-279
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• 2015

The purpose of this research is to verify the impact of job stress on turn over intention among the married workers in small and medium sized enterprises in South Korea, as well as to examine mediation effect of work-family conflict between the two variables. For this research, 135 workers were selected through a web-based survey from February to March, 2015. As results, job stress was statistically influential on turnover intention and work-family conflict. Work-family conflict implied the partial mediation effect of turnover intention, with both direct and indirect impacts on depression. The findings suggest that preventive programs against job stress and work-family conflict, such as Employee Assistance Programs(EAPs), should be launched in order to reduce the problems. Korean government must legislate for family-friendly work environment to help company could activate the assistance programs for the employees who suffer from the work-family conflicts.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.8
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• pp.103-112
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• 2016

This study used a job demand-resources model as the basis to examine the effects of job demand and job resources on health problems and turnover intention. A total of 320 nurses who were employed at university hospitals in Seoul participated in the study. The results showed that job demand and job resources had a direct effect on the levels of work burnout and work engagement. Work burnout had a direct effect by increasing the levels of health problems and turnover intentions of nurses; conversely, work engagement had no direct impact on either of the two levels. Job demand and job resources had an indirect effect on increased levels of health problems and turnover intention. The results can be used by hospital administrations to confirm the organizational significance of job resources in increasing job performance and work involvement, as well as to understand the consequences of perceived job demand by nurses.

• Journal of Digital Convergence
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• v.16 no.11
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• pp.553-560
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• 2018

The purpose of this study is to investigate whether the job engagement mediates relationship between positive psychological capital and turnover intention in the event worker. For it, a questionnaire survey is performed for 394 participants consisted of male and female living in BUSAN. Their age is from 20 to 50. Afterwards, the collected data is analyzed using the regression analysis. Positive psychological capital is significantly positive to the job engagement. Meanwhile, positive psychological capital is significantly negative to the turnover intention. Likewise, job engagement is significantly negative to the level of turnover intention. Also, job engagement partially mediated relationship between positive psychological capital and turnover intention. Therefore, this study suggests that it will be developed the mediation program that improves both work environment and positive psychological capital to increase job engagement as well as reduce turnover intention in the event worker.

• Knowledge Management Research
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• v.22 no.1
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• pp.155-181
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• 2021

The purpose of this study is to verify the correlation between leader's machiavellianism and turnover intention. To this end, we tried to investigate the overall mechanism of the research model through the mediating effect of hindsight bias. To verify the hypothesis, surveys were conducted twice with 335 employees working at companies with more than 300 employees in various occupations. As a result of the study, first, it was found that the machiavellianism of the leader had a positive significant effect on the employee turnover intention. Second, it was found that hindsight bias had a positive significant mediating effect between the leader's machiavellianism and employee turnover intention. It can be inferred that the higher the machiavellianism tendency of the leader, the higher the hindsight bias is experienced and the negative impact on the effectiveness of the organization, the higher the employee turnover intention. Therefore, this study in-depth verifies the mechanism between the leader's machiavellianism, hindsight bias, and employee turnover intentions, suggesting new implications from a perspective different from the existing research flow, and suggesting future research tasks and limitations on the role of leaders.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.203-213
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• 2022

The purpose of this study was to examine the effect of older workers career adaptability on turnover intention and to examine the mediating role of work engagement in the relationship between career adaptability and turnover intention and to investigate the effect of perception on older workers on work engagement. A total of 458 cases were analyzed. The major findings were as follows: First, it was found that there was a negative relationship between career adaptability and turnover intention. Second, it was found that work engagement meditated the relationship between career adaptability and turnover intention. Third, the mediation effect of work engagement in the relationship between career adaptability and turnover intention did not differ according to perception on older workers. Based on the findings, practical implications about older workers' career adaptability and the way how to hold older workers.

• The Journal of the Korea Contents Association
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• v.15 no.7
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• pp.330-342
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• 2015

Medical tourism has been regarded as one of the most lucrative tourism sector for many destinations, particularly Asian countries. Medical tourism, combining the very polarized purposes of pleasurable travel and potentially stressful health care services, is an emergent and growing business worldwide. This study empirically examined the mediating effect on the relationship between service orientation and turnover intention of medical tourism employees, sampling nurses. The empirical results demonstrated: 1) service orientation had a direct negative influence on turnover intention; 2) the relationship between service orientation and turnover intention was mediated by job involvement; and 3) the relationship between service orientation and turnover intention was mediated by job satisfaction. These results can contribute to the medical tourism field by managers a valid and reliable indications for developing successful strategies in the medical tourism sector.

• Journal of the Korea Convergence Society
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• v.7 no.5
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• pp.79-87
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• 2016

The purpose of this study was to determine the moderating effect of internal marketing on the relationship between job stress and turnover intention of dental hygienists. The subjects of the study were dental hygienists in Ulsan, Busan and Kyungnam(N=191). The data were analyzed using SPSS for windows version 18.0. In conclusion, we obtained the next results. First, the influencing factor in turnover intention showed next sequences, job demand, organizational system, job insecurity and interpersonal conflict(R2=.321) Second, internal marketing showed had moderating effect on the relationship between job stress and turnover intention. Third, empowerment and reward system in sub-domain of internal marketing has moderating effect on the relationship between job stress and turnover intention. In conclusion, the results of this study will contribute to the future dental human resource management.

• Culinary science and hospitality research
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• v.16 no.4
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• pp.206-219
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• 2010

The purpose of this study is to manage job stress of foodservice employees effectively by analyzing their job stressors and relationship of job satisfaction and turnover intention. It also analyzed the effects of social support and coping strategies on job stressors. The data for the study were collected through conducting a survey to the employees who work at hotel foodservice departments and buffet restaurants in Busan area. Major suggestions and significances of this study can be outlined as follows: First, it was found that 6 job related stressors(work environment, personal relation, role, task characteristics, career development, individual character). Second, it was revealed that personal relation and career development factors have an effect on employees' job satisfaction and turnover intention. Third, it was illustrated that social support and coping strategies have a moderating effect of job stressors between job satisfaction and turnover intention.